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This chapter examines three kinds of relational bonds (trust-based commitments, forbearance-based commitments, and apprehension-based commitments) on which parties rely in the processes employed in negotiating, committing, and executing their cooperative inter-organizational relationships (CIORs). It also considers three different societal contexts with strong, moderately strong, and weak exogenous governance safeguards in which these relational bonds are employed. The authors propose a process theory of relational bonds that fit different contexts. Specifically, our central proposition is that parties to CIORs are more likely to achieve their goals when they rely on relational bonds that fit their societal contexts in which they engage in economic exchanges.

Teams should be hotbeds of creativity, yet they may naturally experience many barriers that thwart their ability to generate and select the most creative ideas. We propose that team relational support – a relational process involving the exchange of help, information, advice, and emotional concern – can help teams overcome the barriers that undermine team creativity. The following chapter proposes a process model of relational support and team creativity – identifying the mechanisms through which team relational support aids team creative processes.

This chapter explicates inter-firm governance mechanisms and suggests employing similar approaches for managing corporate governance issues in an Islamic business setting. A number of theoretical approaches outline the motivation of business firms to choose between contractual versus non-contractual governance mechanisms in inter-firm business transactions. In addition, a number of socioeconomic and transactional factors also affect inter-firm governance choices. Obviously, a number of country-specific transactional elements affect corporate governance. Therefore, the chapter suggests that preferences for governance mechanisms may provide guidelines for corporate governance, particularly in an Islamic business context.

Relationships are socially constructed by companies in interaction. This study explains the dynamic character of business-to-business relationships with the aid of rules theory, a theory borrowed from the communications field. Two forms of rules are identified: constitutive rules guide the interpretation of the other's acts, and regulative rules guide the appropriate response to the interpreted act. Rules theory asserts that companies act as if applying these rules. Relationships provide not only the context in which the parties’ acts are performed but are also the result of such acts. Thus, relationships are potentially reshaped each time one party performs an act and the other party gives meaning to that act and reacts.

In this chapter we examine various human resource management (HRM) implications involved in the leadership of fluid teams. Leadership of fluid teams, which are distinguished by their dynamic composition, requires consideration of issues that may not be as pertinent for stable teams. In particular, we focus on the concept of familiarity. Composing and leading teams with members exhibiting varying degrees of familiarity with one another creates obstacles to effective and efficient functioning and may ultimately lead to poor performance. With this in mind, leaders must pay particular attention to issues of coordination, and composition such that a broad range of generalizable teamwork skills exists within the team. Within this chapter, we explain the concepts of fluid teams, team leadership within fluid teams, and other relevant concepts related to the formation of familiarity. Next, we thoroughly review extant empirical and theoretical research within these areas. We identify areas of correspondence among the various concepts and findings of the reviewed studies and generate an integrated model of fluid team leadership. To conclude, we highlight the distinct HRM implications associated with the use, and leadership, of fluid teams.

The industrial buyer-seller relational process models from the Eastern and Western worlds have not been combined. The Western world has dominated the development of the models, while there exist only a very limited amount of guanxi development models from the East. This paper is exploratory in nature, focusing on combining the development of these two worlds into one intercultural model. Four case relationships verify the proposed model.

This paper focuses on only one cultural context outside of the West, that is to say, China. In order to justify the model to be completely an intercultural one, research in other cultural contexts is necessary.

Given the continued growth in the globalization of production, working conditions in global supply chains have come under increased scrutiny. Although there has been much debate about corporate codes of conduct and monitoring procedures, the question of how buyers influence their suppliers’ working conditions at the factory level remains poorly understood. Using a unique data set based on monitoring by the International Labour Organization (ILO) and original survey data collected in Cambodia's garment sector, this study shows that the main channel linking buyers and supplier compliance performance is the nature of their relationships. Market-based relationships mediated through sourcing agents are systematically associated with poorer compliance performance. In particular, when a reputation-conscious buyer is sourcing from a factory, it has a positive effect on compliance, and their presence appears to condition relationship variables. Deterrence and learning channels are not supported by the evidence. The findings signal the need to pay more attention to the nature of buyer–supplier relationships if we seek to improve labor standard compliance. Market-based relationships motivate neither buyers nor suppliers to invest their time and resources to tackle the root causes of poor working conditions. Rather, the results here indicate the need to develop collaborative relationships marked by open dialogue, trust, and commitment, which in turn help to foster an environment supportive of continuous improvement in working conditions.

Human–animal economic relations range from exploitative objectification and mass killing of animals in industrial livestock to species-appropriate husbandry or collaboration of humans and animals in therapy or rescue work. Should they be abolished or are there options for their moral permissibility? I propose using a three-level model to distinguish between morally impermissible and acceptable economic relations of humans and animals. A further step explores how an animal-oriented economy can be implemented on existing markets against the background of a philosophical theory for acceptable use of animals in the economy. Rather than developing a theory, it suggests research projects for an animal friendly economy. Market sociology reveals that sophisticated markets are a potential platform for animal welfare and that they allow a countermovement against animal exploitation. This understanding of markets also connects animals to value theory or to the idea of social cost. This way a consistent theoretical frame for animal welfare in economy is imaginable and suggested for further research.

This study examines the roles of market and learning orientations in relationship quality between exporters in transition economies and their foreign importers and subsequently, export performance. A random sample of 283 export firms in Vietnam provides evidence to support the hypothesized main effects. The results further indicate that learning orientation plays a role in building high-quality relationships for both new and mature relationships. However, the impact of market orientation on relationship quality is found only in the new relationship. In addition, firm-ownership structure does not moderate the relationships between learning orientation, market orientation, relationship quality, and export performance.

This chapter analyzes the ways that individuals develop person-to-group ties. The chapter reviews the development and evidentiary basis of the theory of relational cohesion, the affect theory of social exchange, and the theory of social commitments.

We survey twenty-five years of published literature on these theories, and review unpublished theoretical tests and extensions that are currently in progress.

The research program has grown substantially over the past twenty-five years to encompass more varied and diverse phenomena. The findings indicate that structural interdependencies, repeated exchanges, and a sense of shared responsibility are key conditions for people to develop affective ties to groups, organizations, and even nation-states.

The research implies that if people are engaged in joint tasks, they attribute positive or negative feelings from those tasks to their local groups (teams, departments) and/or to larger organizations (companies, communities). To date, empirical tests have focused on microlevel processes.

Our work has practical implications for how managers or supervisors organize tasks and work routines in a way to maximize group or organizational commitment.

This research helps to understand problems of fragmentation that are faced by decentralized organizations and also how these can be overcome.

The chapter represents the most complete and comprehensive review of the theory of relational cohesion, the affect theory of social exchange, and the theory of social commitments to date.